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DPI Town Hall Meeting. Organizational Integrity Initiative Town Hall Meeting.

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Presentation on theme: "DPI Town Hall Meeting. Organizational Integrity Initiative Town Hall Meeting."— Presentation transcript:

1 DPI Town Hall Meeting

2 Organizational Integrity Initiative Town Hall Meeting

3 RESPONSE RATE Number of UN staff surveyed: 18,015 Number of UN staff surveyed: 18,015 Total UN respondents: 6,086 Total UN respondents: 6,086 UN response rate = 33% UN response rate = 33%

4 Purpose Share with you the results of the Integrity Perception Survey Share with you the results of the Integrity Perception Survey Solicit your reactions, concerns and suggestions regarding the findings Solicit your reactions, concerns and suggestions regarding the findings hub created : hub created :

5 Where we started: UN took the lead in framing the convention against Fraud and Corruption in 2003 UN took the lead in framing the convention against Fraud and Corruption in 2003 SG expressed desire that UN model high standards of ethical conduct SG expressed desire that UN model high standards of ethical conduct SG requested OIOS to launch the Organizational Integrity Initiative as one component of reform SG requested OIOS to launch the Organizational Integrity Initiative as one component of reform Survey of staff perceptions commissioned as part of this initiative Survey of staff perceptions commissioned as part of this initiative

6 Objectives of the Survey Measure attitudes and perceptions about integrity among UN Staff Measure attitudes and perceptions about integrity among UN Staff Use results to help implement the Organizational Integrity Initiative effectively Use results to help implement the Organizational Integrity Initiative effectively Use results to design improvement strategies for the Organization and for further staff development Use results to design improvement strategies for the Organization and for further staff development

7 What are some indicators of Organizational Integrity? Demonstrating UN values in daily activity Demonstrating UN values in daily activity Acting without consideration of personal gain Acting without consideration of personal gain Resisting undue political pressure in decision-making Resisting undue political pressure in decision-making Not abusing power or authority Not abusing power or authority Standing by decisions in the Organizations interest, even if they are not popular Standing by decisions in the Organizations interest, even if they are not popular Taking prompt action in cases of unprofessional or unethical behavior Taking prompt action in cases of unprofessional or unethical behavior

8 Organizational Integrity Indices: Overall UN scores

9 Overall Findings Most staff Express a high level of satisfaction from employment in the UN Express a high level of satisfaction from employment in the UN Believe they know what is expected from them in terms of behaving with integrity Believe they know what is expected from them in terms of behaving with integrity Believe that existing policies, practices and guidelines help define ethical behavior and professional conduct Believe that existing policies, practices and guidelines help define ethical behavior and professional conduct Do not believe there is wide scale corruption in the UN Do not believe there is wide scale corruption in the UN

10 Overall Findings However, many staff also: Believe we do take not enough action to investigate instances of unethical behavior Believe we do take not enough action to investigate instances of unethical behavior Fear reprisal or retaliation from management for reporting perceived breaches of ethics Fear reprisal or retaliation from management for reporting perceived breaches of ethics Believe that management applies the disciplinary process unevenly and outcomes are little known Believe that management applies the disciplinary process unevenly and outcomes are little known Believe that their immediate supervisor demonstrates integrity, but the view of senior leaders is less positive Believe that their immediate supervisor demonstrates integrity, but the view of senior leaders is less positive

11 Overall Findings Some staff believe that: Management does not take integrity and ethical behavior sufficiently into account in selection, promotion and assessment processes Management does not take integrity and ethical behavior sufficiently into account in selection, promotion and assessment processes There is not enough dialogue on ethical concerns in the Organization There is not enough dialogue on ethical concerns in the Organization

12 Organizational Integrity Indices: DPI scores compared to UNs

13 Four Key Priority Areas 1. Tone at the Top 2. Staff accountability 3. Supervisory commitment 4. Ethnocentrism

14 What are we doing? # 1: Tone at the Top Concern: Concern: Perception of senior leaders Perception of senior leaders What we are doing: What we are doing: SG has urged senior managers to make greater efforts to maintain open and frank communication with staff SG has urged senior managers to make greater efforts to maintain open and frank communication with staff Communication with staff to be element in Department Heads annual compact with the Secretary-General Communication with staff to be element in Department Heads annual compact with the Secretary-General

15 What are we doing? #1: Tone at the Top (contd) Development and realization of action plan on integrity to consider issues raised by survey including : Development and realization of action plan on integrity to consider issues raised by survey including : Prompt and decisive action on breaches of integrity Prompt and decisive action on breaches of integrity Adequate disciplinary measures for those violating ethical standards Adequate disciplinary measures for those violating ethical standards Communication of results, as appropriate Communication of results, as appropriate

16 What are we doing? # 2: Staff Accountability Concern: Concern: Fear of reprisals against staff that report violations Fear of reprisals against staff that report violations What we have: What we have: Office of Internal Oversight – confidentialOffice of Internal Oversight – confidential Office of the Ombudsman – confidentialOffice of the Ombudsman – confidential Next steps: Next steps: Better information to staff on avenues of assistanceBetter information to staff on avenues of assistance

17 What are we doing? #2: Staff Accountability (contd) Concern: Concern: Belief that integrity is not adequately recognized in selection, promotion and assessment processes Belief that integrity is not adequately recognized in selection, promotion and assessment processes What we are doing: What we are doing: Core values and core competencies included in staff selection process Core values and core competencies included in staff selection process Core values including integrity assessed in PAS Core values including integrity assessed in PAS Component on Integrity included in training on procurement, finance, HR management, senior management programmes and others Component on Integrity included in training on procurement, finance, HR management, senior management programmes and others

18 What more do we need? #3: Supervisory Commitment UN Supervisory Commitment factor rated high but… UN Supervisory Commitment factor rated high but… We can do more: We can do more: Improve level of comfort for staff to freely discuss these issues with their supervisors Improve level of comfort for staff to freely discuss these issues with their supervisors Model the behavior we expect from staff Model the behavior we expect from staff

19 What are we doing? #4: Ethnocentrism Concern : Concern : Political pressures Political pressures Perception of cultural favoritism Perception of cultural favoritism What we are doing: What we are doing: Need to examine perceptions vs. facts Need to examine perceptions vs. facts Need for greater transparency Need for greater transparency Diversity training Diversity training

20 Follow-up to this Survey Creation by SG of group of senior managers, chaired by Deputy Secretary General to guide the follow-up process Creation by SG of group of senior managers, chaired by Deputy Secretary General to guide the follow-up process Senior managers will be supported by consultative group consisting of a wide cross section of staff Senior managers will be supported by consultative group consisting of a wide cross section of staff Departments to nominate two representatives Departments to nominate two representatives

21 OPEN-ENDED QUESTION DELOITTE & TOUCHE CATEGORIZATION OF OPEN-ENDED COMMENTS SUB-CATEGORIES CATEGORIES 1. Improve the management system Make the recruitment/sele ction system more objective and fair Leverage PAS system to assess integrity as part of HR evaluation; make PAS a widely & fairly used tool Assess performance fairly & transparently, and link it to career plans Manage career on a merit base Develop management training 2. Supervisors & managers should be more supervised 3. Accountability should be developed within the Organization Establish accountability as a value in the organization Reinforce independent control and punish, if necessary Rapidly punish unethical behavior 4. Senior leaders commitment to integrity should be more clearly stated and monitored 5. Regulations Simplify rules, train to regulations

22 OPEN-ENDED QUESTION PERCENTAGE OF COMMENTS BY CATEGORY (101 DPI RESPONDENTS)

23 Contact For further comments and inquiries For further comments and inquiries DPI hub:


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